HR & Employment Law Solutions Ltd

"Unlocking the Secrets of Employment Law: Did you know that every workplace has its own set of hidden rules and regulations?Our team at HR & Employment Law Solutions Ltd specialise in deciphering these intricacies, ensuring your rights are always protected. From employment contracts to workplace discrimination, we've got you covered! Let's navigate the maze of employment law together.

ALCOHOL AWARENESS WEEK 3rd - 9th July 2023

In the UK alcohol consumption is regularly seen as a common part of social interaction. It is not uncommon to hear people talk about celebrating over drinks or relaxing with a drink. For some employers (albeit declining numbers) socialising and/or networking over drinks forms part of the workplace culture.

For most people who drink socially in their own time, there is no reason for alcohol to impact them at work (through absence or poor performance). If, however, an individual’s health suffers because of alcohol use, or they attend work while under the influence of alcohol, then it can become a serious workplace issue



Employees attending work under the influence

There is no specific law against drinking at work. Health and safety legislation may indirectly prohibit the consumption of alcohol for some roles (for drivers or people operating machinery, working in health and safety critical roles etc) but for many it is for the employer to identify and educate employees on the standards that they require in the workplace. Having clear policies and procedures that have been communicated to employees will make it a lot easier for employers to enforce the standards that they require of employees.

Even in the absence of a clear company policy, an employee attending work under the influence of alcohol is likely to cause serious concerns for an employer, ranging from health and safety concerns about physical wellbeing depending on the work environment, to concerns about a lack of fitness to work impacting productivity.

The first step is to investigate the basis for any concerns: in the absence of an agreed policy around alcohol testing, the employee suspected to be under the influence of alcohol should be asked if (and when) they have consumed alcohol. It is wise to have a second witness present (who can observe any indicators of alcohol consumption).

If an employee is found to be unfit to work as a result of alcohol consumption arrangements should be made to ensure that they are sent home safely (checking of course that they do not intend to drive or use any form of bike or scooter).

You should follow your own disciplinary procedure, in the same way as any other suspected misconduct, to investigate and, if necessary, conduct a disciplinary hearing.

Where alcohol-related incidents occur, it is crucial to conduct thorough investigations to gather facts and take appropriate actions to avoid discrimination and ensure the appropriate handling of alcohol dependency issues (see HSE for signs of alcoholism). We can assist in conducting impartial investigations, interviewing relevant parties, and documenting findings in a way that offers legally and commercially sound solutions.

There are steps that you can take to avoid alcohol issues in the workplace, including:

1. Ensuring that contracts set out clear requirements for staff

2. Have a drug and alcohol policy that reflects your approach to alcohol as an employer

3. Educate staff on the standards that you expect

4. Monitor compliance and wellbeing in the workplace



As experts in this field we can help you navigate the complexities associated with alcohol-related challenges, ensuring legal compliance, promoting employee well-being, and safeguarding your organization's reputation.

Reach out to our HR & Employment Law experts today, and let us guide you towards creating a workplace environment that supports your employees' well-being and your company's growth. .

Why did major firms get caught not paying the national minimum wage?
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Contact us regarding our investigations.
You know the issue. We know the solution.

Nine out of 10 people are biased against women, says ‘alarming’ UN report
Researchers expressed shock in this recent UN report at the lack of progress in gender equality across the world in terms of social norms, opportunities and bias. The report found that almost 9 out of 10 people of all genders continue to hold some form of bias against women, with half believing men make better political leaders, 40% judging men as better executives and a shocking 25% believing it is justified for men to beat their wives.

In a labour market still dominated by key skills shortages, prudent employers will want to create environments that allow staff of all genders to thrive. The data provided in this UN report offers a good starting point to understand the barriers to be removed and the education to be provided to all staff to support those goals.
https://gbr01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.theguardian.com%2Fglobal-development%2F2023%2Fjun%2F12%2Fnine-out-of-10-people-are-biased-against-women-says-alarming-un-report&data=05%7C01%7C%7Cbdc15153d65b47d57da008db6b8be3eb%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C638222020787637477%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&sdata=UracBVloktZqB5xhIVnr%2B8JHTuv8i%2Bv8zQtApDHa2%2Fs%3D&reserved=0

Men's health week is a good time to start conversations about wellbeing. Employers are required under health and safety legislation to risk assess and monitor any risks to physical and/or mental health in the workplace.

We can help with all HR elements of managing health in the workplace, including (but not limited to) occupational health monitoring, stress risk assessments, education and training, welfare meetings, absence management and supporting consideration of reasonable adjustments.

Professional employment investigations

Understanding mental health and the law
If an employee has poor mental health, it's important their employer takes it seriously and with the same care as a physical illness. For example, the employer should talk to the employee to find out what support they might need at work.

Mental health problems can happen suddenly, because of a specific event in someone's life, or it can build up gradually over time.
There are many types of mental health conditions, for example:
depression
anxiety
Less common ones include:
bipolar disorder
schizophrenia
Stress is not classed as a medical condition. But it can still be serious and cause, or make worse, other mental health conditions. For example, if you have stress over a long time, this might lead to anxiety or depression.
Employers have a 'duty of care'. This means they must do all they reasonably can to support their employees' health, safety and wellbeing. This includes:
making sure the working environment is safe
protecting staff from discrimination
carrying out risk assessments
Employers must treat mental and physical health as equally important.

Are you looking for expert advice and support when it comes to HR and employment law? Look no further than HR & Employment Law Solutions Ltd. Our team are dedicated to providing our clients with the highest level of service and expertise, so they can focus on running their business.

We include everything from compliance and risk management to employee relations and training. We work with businesses of all sizes and industries to ensure that they are always in compliance with employment laws and regulations, and that they are treating their employees fairly and ethically.

At HR & Employment Law Solutions we believe that a proactive approach is the best way to prevent legal issues and protect your business. That's why we offer regular updates on changes to employment laws and regulations, as well as training and development programs to help businesses stay up-to-date on best practices and compliance requirements.

Whether you're a small business owner or a large corporation, we can help you navigate the complex world of employment law and ensure that your business is always in compliance. Contact us today to learn more about our services and how we can help your business succeed.

Today, we have published our report on the state of children's rights in Britain.

From inequalities in education to online abuse, we are concerned about several areas where urgent action is needed to improve protections for children.

Read more: https://orlo.uk/1HSCc

We have seen an increasing number of claims for unpaid (unlawful deductions), arising through disputes over contract terms, hours and annual leave (even before Harper v Brazel!).

As employers grapple with increasing costs and reviewing benefit packages to attract the best talent we expect the prospect of more claims.

We are running an online seminar on Tuesday 13 December at 9am to run through key case law and offer practical advice on avoiding claims.

Who should attend? Directors, Business Owners, HR professionals and/or anyone with responsibility for HR related decision making.

Follow the Eventbrite link for further details and to reserve a spot.



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HR & Employment Law Solutions Ltd on LinkedIn: Unlawful Deductions Seminar We have seen an increasing number of claims for unpaid (unlawful deductions), arising through disputes over contract terms, hours and annual leave (even…